I’ve voiced to a few leaders at my firm that I’m unhappy with how things have been for the past 18 months as far as pay, staffing and my current work load. All they say is we’re working on it and trying to send work overseas. Every one has given me a sales pitch on how I’m going to move up quickly if I keep it up and based on the turnover in my group there’s a ton of opportunity to make partner. It sounds good, but nothing ever changes. Do I buy in or leave and get my life/happiness back?

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As someone who no longer works in client serving, there is nothing greater than getting your life and happiness back.

likesmartfunny

It sounds like you have partners that are at least saying the right things. They may even be trying to do what they’re saying, things like this don’t change overnight.

The question is: are they actually capable of not only making these changes, but sticking to them? Very hard to teach an old dog new tricks in this profession. I just left my last firm for this reason. For me it came down to thinking my partner group wasn’t capable of making required changes to move the firm forward. They did listen to our concerns and did try to make changes so I give them a lot of credit for that, but at the end of the day I was only willing to wait so long for things to really change and I lost faith in the partners’ ability to see them through. Definitely not a situation I wanted to buy in to.

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Your comment is spot on. “Capable” and “consistency” are keys. They may “try” or “want to” make things better, but…

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The choice is making partner vs your life and happiness? Definitely life/happiness.

I say this as someone that hasn’t left client service… yet.

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Pwc1 - the choice is continuing to work on the PROMISE to make partner years down the road v. CURRENT life / happiness. I can’t tell you how many times I’ve heard people tell someone that the K-1 is gong next year 7 years in a row.

There are less and less partners being made bc these greedy bastards don’t want to share. Just waiting for them to create the title “Senior Managing Director” as another rung to climb.

OP - you have one life to life. Take back your happiness now and don’t waste your best years in promises that will likely be renegged

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I’m sorry to know you’ve been trying to find help. Please do what makes you happy. You know the firm won’t care about one’s feeling. Also, sending work overseas is not the solution. I’m a staff on a big client. When leadership decided to send 80% of the work to India starting this year, this means I have little exposure to the engagement and can’t hardly learn a new skill. Then I receive a feedback that saying I need to be more involved in the technical stuffs. This isn’t possible when I don’t receive work and coaching from seniors. I reached out almost every day to see if there’s something I can help with and the team keeps saying they don’t have budget for me… then why’d they book me and hurt my materialization…I felt lost and wanted to be out. I can’t imagine the stress level that you have, trying to bend back and forward for your team and the firm.

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Not at EY. It’s definitely a numbers game for leverage percentages to GDS team. Does not necessarily mean staff/senior work here is inferior. I feel very badly for our US staff. They’re definitely not getting the experiences they need with the leverage model so high to the GDS.

likesmart

It really comes down to what you want out of your career. Can’t have your cake and eat it. If you’re eyeing big bucks, certainly stay in PA. As you can see not a lot of people are wanting to stay in PA these days so to put it casually, the goal post is empty for you to score. If you’d rather have a more balanced life, then there’s no reason for you to stick around. Perhaps you could stay until senior manager to maximize your opportunities outside PA, but I’d say manager is a pretty good time to leave as well.

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You certainly can leave at senior level. In fact most people do that from what I have seen. It would just take you longer to reach the higher levels if you leave at senior level rather than experienced manager or senior manager level.

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Here's what I'd recommend: List explicitly what you want to see changed. It could be a rise of $X, or hours decreased to Y, or a change in clients, etc.
Take it to the partner that you are in discussion with and give them an ultimatum that these are the changes I want to see and I'm serious about it. Give them a reasonable timeline for implementation. If they don't meet it then leave and tell them you left because they didn't make reasonable changes you wanted to see. Then prepare to leave. I'd be surprised if they make the changes. But at least they won't be guessing why you left.

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Empty promises are dangerous to live off of.

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Serious question- how would you feel if instead of being a manager- you were a senior and they said this? Would you call bs and leave or stay?

I’m only 5.5 years into my career, but prior to making manager last year I drank the kool aid like crazy.

funny

How do you feel about the culture of the firm and how leadership is responding to the current environment? Is what they are doing enticing enough for lower level staff? Sometimes what leadership does is important, but equally important is to have enough staff and seniors to help lift you up the ranks. At my previous firm I had faith that the leaders had the right intentions, but the steps they were taking were not enough to entice staff/seniors to stay.

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